Procedures for Layoff. 14.2.1 In the event of a layoff, the Superintendent shall notify the Association President, in writing, at least sixty (60) calendar days in advance of the effective date of the layoff. Within five (5) calendar days after notification to the Association President, the Superintendent will, upon request by the Association President, meet with the Association officers and provide the reasons for the layoff and discuss possible alternatives. The Superintendent shall notify each employee to be laid-off at least 30 calendar days before layoff date.
Procedures for Layoff. All Regular Part-Time Employees under potential notice of layoff will be subject to one (1) of the following four (4) activities in the following sequence:
Procedures for Layoff. Within each school level as set forth above, in the event of reduction in School Office Supervisor positions, School Office Supervisors will be displaced/laid off in reverse seniority order subject to the following rules:
Procedures for Layoff. A. In the event of a layoff, the Board shall notify the Association in writing twenty- one (21) calendar days in advance of the effective date of the layoff. Within five
Procedures for Layoff. Reduction means taking away the number of days or hours in a given position. Elimination means the prospective non-existence of a position. Bumping means the movement of a more senior Coordinator from one position to another held by a less senior coordinator. Bumping may only be exercised when one's position is eliminated or reduced in accordance with 1, 2, 3 below. Full-time Community School Coordinators will be laid off in reverse seniority order subject to the following rules:
Procedures for Layoff. A. In the event of a layoff, the Board shall notify the Association in writing thirty (30) calendar days in advance of the effective date of the layoff. Within five (5) calendar days after mailing the aforesaid notice, the Board will, upon request by the Association, meet with the Association regarding the need for and the manner of implementation and impact of the contemplated layoff and will in connection therewith, make available to the Association data related to the reasons for the layoff. The Board shall notify each employee to be laid-off at least fifteen (15) calendar days before the layoff date.
Procedures for Layoff. All Regular Part-Time Employees under potential notice of layoff will be subject to one (1) of the following four (4) activities in the following sequence: Placed in a vacant regular part-time position if the employee can satisfactorily perform the core duties and responsibilities of the job. For the purposes of this Article, a vacancy includes a posted vacancy for which a final selection and confirmation of employment has not been made by the College; or Placed in a regular part-time position occupied by a probationary employee if the employee can satisfactorily perform the core duties and responsibilities of the job. Probationary positions shall be considered by starting with the most recent hire and ending with the earliest hire; or Placed in a regular part-time position occupied by the most junior Regular Part-Time Employee in their department if the employee can satisfactorily perform the core duties and responsibilities of the job. For the purposes of this Article, a department is defined as a work unit reporting to a first level manager; or laid off and placed on the recall list. Familiarization Period It is understood that the College is not required to train an employee for a position into which they may be assigned pursuant to the above, but the College shall provide a reasonable period of familiarization where necessary. Employee Election of Offered Position Once notified, employees will be afforded two (2) calendar days to either accept the offered position or to declare that they prefer to be placed on the recall list.
Procedures for Layoff. If the Board determines that layoffs are necessary, employees working with the Cooperative less than four (4) years shall be laid off first, provided there are senior employees with the qualifications to perform the work. If it is necessary to lay off employees who have worked with the Cooperative more than four (4) years, the Board shall consider seniority within his/her appropriate job category first, with the following factors considered in case of a tie: certification or licensure first, then educational level, then experience.
Procedures for Layoff. Building Supervisors will be laid off in reverse seniority order subject to the following rules:
Procedures for Layoff
